Professional Documents
Culture Documents
WELCOME
YOUR INSTRUCTOR
COURSE OBJECTIVES
NOTE
This Course Is Designed to Introduce Basic Skills in Accident Investigation. Root cause analysis and statistical evaluation of accidents can be very complex. This course is designed for the majority of cases that can be diagnosed rapidly and where outside assistance is not normally required.
COURSE OBJECTIVES
(Continued)
Accident Prevention. Introduce Accident Investigation & Establish Its Role in Todays Industry. Introduce Some Basic Skills in the Recognition & Control of Occupational Hazards. Provide Basic Accident Investigation Skills for Supervisors. Introduce Accident Investigation Techniques.
REGULATORY STANDARD
THE GENERAL DUTY CLAUSE FEDERAL - 29 CFR 1903.1
EMPLOYERS MUST: Furnish a place of employment free of recognized hazards that are causing or are likely to cause death or serious physical harm to employees. Employers must comply with occupational safety and health standards promulgated under the WilliamsSteiger Occupational Safety and Health Act of 1970.
OSHA ACT OF 1970
APPLICABLE REGULATIONS
29CFR - SAFETY AND HEALTH STANDARDS 1904 - RECORDKEEPING REQUIREMENTS
APPLICABLE REGULATIONS
ANSI - Z16.2 - 1995 INFORMATION MANAGEMENT FOR OCCUPATIONAL SAFETY AND HEALTH ANSI - Z16.3 - 1994 INJURY STATISTICS, EMPLOYEE OFF THE JOB INJURY EXPERIENCE RECORDING AND MEASURING
AS OF MARCH 1, 1991: CHANGES IN PENALTY COMPUTATION: 1. PENALTIES BROKEN OUT INDIVIDUALLY. 2. PENALTIES INCREASED SEVEN FOLD.
AS OF MARCH 1, 1991: VIOLATION NARRATIVE: TEN (10) EMPLOYEES WERE NOTED NOT WEARING EYE PROTECTION IN AREAS WHERE A REASONABLE PROBABILITY OF EYE INJURY COULD OCCUR. $ 10 VIOLATIONS TIMES $500 = $5000 $ 5000 TIMES SEVEN = $35,000 PENALTY: $35000 BEFORE MARCH, 1991: $500 AS OF MARCH, 1991: $35,000
PROGRAM REQUIREMENTS
ALL EMPLOYERS MUST:
Review job specific hazards Implement corrective actions Conduct hazard assessments Conduct accident investigations Provide training to all required employees Install engineering controls where possible Institute administrative controls where possible Control workplace hazards using PPE as a last resort
ACC
IDENT INVESTIGATION
Self-Help Manual For Your Back H. Duane Saunders, MSPT by Educational Opportunities
PROGRAM IMPLEMENTATION
IMPLEMENTATION OF AN ACCIDENT INVESTIGATION PROGRAM REQUIRES: DEDICATION PERSONAL INTEREST MANAGEMENT COMMITMENT
NOTE: UNDERSTANDING AND SUPPORT FROM THE WORK FORCE IS ESSENTIAL, WITHOUT IT THE PROGRAM WILL FAIL!
WORKSITE ANALYSIS
RECORDS REVIEW PERIODIC SURVEYS JOB HAZARD ANALYSIS SYSTEMATIC SITE ANALYSIS
SAF ETY
SAFETY COMMITTEE
GOAL SETTING WRITTEN PROGRAM EMPLOYEE INVOLVEMENT REGULAR PROGRAM ACTIVITY TOP MANAGEMENT COMMITMENT PERIODIC PROGRAM REVIEW AND EVALUATION
MANAGEMENTS ROLE
CONSIDERATIONS:
1. SUPPORT THE PROCESS. 2. ENSURE YOUR SUPPORT IS VISIBLE. 3. GET INVOLVED. 4. ATTEND THE SAME TRAINING AS YOUR WORKERS. 5. INSIST ON PERIODIC FOLLOW-UP & PROGRAM REVIEW. 6. IMPLEMENT WAYS TO MEASURE EFFECTIVENESS.
WRITTEN PROGRAM
WRITTEN PROGRAMS MUST BE:
DEVELOPED IMPLEMENTED CONTROLLED PERIODICALLY REVIEWED
SAFETY COMMITTEE
COMMITTEES SHOULD:
Hold regular accident review meetings. Document meetings. Encourage employee involvement. Bring employee complaints, suggestions, or concerns to the attention of management. Feedback without fear of reprisal should be provided. Analyze statistical data concerning accidents, and make recommendations for corrective action. Follow-up is critical.
FIRST CHOICE
Tool Selection and Design Mechanical Assist
ADMINISTRATIVE CONTROLS
Training Programs Pacing
SECOND CHOICE
LAST CHOICE
ACCIDENT CAUSATION
Domino Theory.
The occurrence of an injury invariably results from a completed sequence of factors, the last one of these being the injury itself. The accident which caused the injury is in turn invariably caused or permitted directly by the unsafe act of a person and/or a mechanical or physical hazard.
ACCIDENT CAUSATION
Domino Theory. (One act or condition)
The unsafe act: Climbing a defective ladder. The unsafe condition: A defective ladder. The corrective action 1: Replace the ladder. The corrective action 2: Forbid use of ladder.
ACCIDENT CAUSATION
Multiple Causation Theory.
Factors combined in random fashion to cause accidents.
ACCIDENT CAUSATION
Multiple Causation Theory. (Contributing factors)
Was he or she properly trained? Was he or she reminded not to use it? Did the employee know not to use it? Why did the supervisor allow its use? Did the supervisor examine the job first? Why was the defective ladder not found?
ACCIDENT CAUSATION
Unsafe Acts
Horseplay. Defeating safety devices. Failure to secure or warn. Operating without authority. Working on moving equipment. Taking an unsafe position or posture. Operating or working at an unsafe speed. Unsafe loading, placing, mixing, combining. Failure to use personal protective equipment.
ACCIDENT CAUSATION
Unsafe Conditions (Environmental)
Improper PPE. Improper tools. Improper guarding. Poor housekeeping. Improper ventilation. Defective equipment. Improper illumination. Unsafe dress or apparel. Hazardous arrangement.
ACCIDENT CAUSATION
Unsafe Personal Factors
Fatigue. Unclassified Improper attitude. Defective hearing. Defective eyesight. Muscular weakness. Lack of required skill. Intoxication (alcohol, drugs). Lack of required knowledge
ACCIDENT CAUSATION
Behavioristic Causes
Improper attitude. Lack of knowledge or skill. Physical or mental impairment
ACCIDENT CAUSATION
Types of Accidents
Slip, Trip. Struck by. Overexertion. Struck against. Fall on same level. Fall to different level. Caught in, on, or between. Contact with - heat or cold. Contact with - electric current. Inhalation, absorption, ingestion, poisoning.
ACCIDENT CAUSATION
Key Facts
Accident type. Nature of injury. Source of the injury. Location of accident. Hazardous condition. Affected part of body.
ACCIDENT CAUSATION
Assessing the Facts
Nationality. Language. Occupation. Gender. Department. Name of supervisor. Years employed. Length of time on job. Responsibility. Age. Type of accident. Environmental cause. Unsafe act. Behavioristic cause. Cost. Time lost.
ACCIDENT CAUSATION
Steps in Causal Analysis
1. Obtain the supervisor report of the accident. 2. Obtain the injured workers report (if possible). 3. Obtain reports from witnesses, if any. 4. Investigate the accident. 5. Record all the facts. 6. Assess the specifics of the accident. 7. Correlate the specifics with known trends. 8. Determine a course of action to take. 9. Assign responsibility for corrective action. 10. Follow-up as required.
ACCIDENT REPORTING
WHAT SHOULD BE REPORTED: All injuries or job-related illnesses. Near-miss incidents. Vehicular, structural or equipment damage. Procedural deficiencies. Potentially unsafe conditions. Potentially unsafe behaviors.
TANGIBLE INDICATORS: Accident Records Production Records Personnel Records Employee Surveys
SAFETY STATISTICS
TEAM COMPOSITION: Supervisor. Safety officer. Maintenance. Field experts (if needed). Care provider (if needed). Injured employee (if possible). Who else can you think of that may be needed?
WHO?
Who was injured? Who was working with him/her? Who else witnessed the accident? Who else was involved in the accident? Who is the employee's immediate supervisor? Who rendered first aid or medical treatment?
WHAT?
What was the injured employees explanation? What were they doing at the time of the accident? What was the position at the time of the accident? What is the exact nature of the injury? What operation was being performed? What materials were being used? What safe-work procedures were provided?
WHAT?
What personal protective equipment was used? What PPE was required? What elements could have contributed? What guards were available but not used? What environmental conditions contributed? What related safety procedures need revision? What shift was the employee working? What ergonomic factors were involved?
WHEN?
When did the accident occur? When did the employee start his/her shift? When did the employee begin employment? When was job-specific training received? When did the supervisor last visit the job?
WHY?
Why did the accident occur? Why did the employee do what he/she did? Why did co-workers do what they did? Why did conditions come together at that moment? Why was the employee in the specific position? Why were the specific tool/equipment selected?
WHERE?
Where did the accident occur? Where was the employee positioned? Where were eyewitnesses positioned? Where was the supervisor at the time? Where was first aid initially given?
HOW?
How did the accident occur? How many hours had the employee worked? How did the employee get injured (specifically)? How could the injury have been avoided? How could witnesses have prevented it? How could witnesses have better helped? HOW COULD THE COMPANY HAVE PREVENTED IT?
WHAT'S NEXT?
Instruct employee in proper behavior? Warn employee of potential hazard? Supply appropriate safeguard? Supply appropriate PPE? Eliminate the unsafe condition? Repair or modify the unsafe condition? Implement procedural changes?
INTERVIEWING WITNESSES: Select a comfortable, private location. Set the person at ease. Explain that the situation, not them is the focus. Solicit ideas to prevent future recurrence. Consider diagrams or drawings. Remain neutral in your demeanor. Take notes or record the discussion. Review the statements before terminating.
FOLLOW-UP
THE GREATEST DEFICIENCY IN ACCIDENT INVESTIGATION IS LACK OF COMPETENT FOLLOW-UP!
INCIDENCE RATES
INCIDENCE RATE CALCULATION: Incidence rates can be
calculated by counting the incidences and reporting the recordable injuries per 100 full time workers per year per facility.
JOB DESIGN
GOOD JOB DESIGN
REDUCES
Discomfort, Fatigue, Aches & Pains Injuries & Illnesses, Work Restrictions Absenteeism, Turnover, Complaints, Poor Performance, Poor Vigilance
AVOIDS
JOB DESIGN
Continued
EMPLOYER: PREVENTS
Economic Loss, Loss in Expertise, Compensation Costs, Damaged Goods & Equipment